TRAIT BASED PERSPECTIVES OF LEADERSHIP

LEADERSHIP 

                       

It is the process of influencing employees to achieve their targets of organisation or institute. It always combined with the organisation objectives. Leader is using his strength to change the behaviour of the people to achieve organisation targets.

“Leadership is the art process of influencing people so that they will strive willingly and enthusiastically towards the achievements of the organisation’s purpose.” (Lynch, 2009)

TRAIT BASED PERSPECTIVES OF LEADERSHIP

Trait leadership is based on the behavioural characteristics of the leader and those traits originated from the born of the leader. Further it was unable to generate the leadership by training and developing as per theory of trait-based perspective of leadership. Leader behaviour is the best predictor of the leadership influences and it is the best element of success of leadership. 

In 1936, Gordon Allport’s was the first to come with the theory of trait of leadership and the list characteristic was introduces such as body characteristics, Intelligence, sociability, creativity, flexibility and charisma etc.

Stogdill (1948)	Mann (1959)	Stogdill (1974)	Lord, DeVader, and Alliger (1986)	Kirkpatrick and Locke (1991)	Zaccaro, Kemp, and Bader (2004)
Intelligence Alertness Insight Responsibility Initiative Persistence Self-confidence Sociability	Intelligence Masculinity Adjustment Dominance Extraversion Conservatism	Achievement Persistence Insight Initiative Self-confidence Responsibility Cooperativeness Tolerance Influence Sociability	Intelligence Masculinity Dominance	Drive Motivation Integrity Confidence Cognitive Ability Task Knowledge	Cognitive abilities Extraversion Conscientiousness Emotional stability Openness Agreeableness Motivation Social intelligence Self-monitoring Emotional Intelligence Problem solving
Source : (Peter G.northhouse, Leadership Theory and Practice -Seventh edition)

MAJOR LEADERSHIP TRAITS

• Intelligence

• Self-confidence

• Determination

• Integrity

• Sociability

 

Source: (Peter G.northhouse, Leadership Theory and Practice -Seventh edition)

Intelligence

Intelligence is definitely related to leadership. Strong verbal ability, perceptual ability and intellectual appear help to develop the leadership. Leader has his followers but not subordinates. Followers intellectual ability differs from the subordinates and leaders with higher abilities may have difficulty communicating with followers due to their ideas are more advances than their followers accept.

Self-Confidence

“Self-confidence involves self-respect and having the courage to tell the truth about who you are, what you like, and what you believe.” (Rufus, 2014)

Self-Confidence is the next trait to help improve the leadership. It is the moral to know yourself, believe in yourself, and act on your beliefs. Further it is the confident that he/she can change/make his/her followers by influencing to the better prospect with self-esteem and self-assurances.

Determination

Determination is a positive emotional feeling that involves supporting towards to achieve their difficult goals/target of the organisation objectives.

Integrity

Integrity is the excellence of being honest, having strong moral principles and trustworthiness.

Sociability

Sociability is one of the best traits characteristic of the leadership. Leaders are friendlier; they are tactfully communicated with subordinates and build-up better cooperative relationship among the employees and influence them to fulfil the organisation objectives.

IMPACT OF GLOBALIZATION ON HUMAN RESOURCE MANAGEMENT

Impact of globalization on Human resource management

Introduction

The roles and duties of Human resource Department are converting as modern business face due to globalization. Further there is a notably shortage of high skilled and talented workers for next bossiness generation of globally. Hence the organizations are put extra effort to grab skilled & talented human capital rather than the financial capital due to continues increase of the shortage between demand and supply of talented and high skilled employees of middle and senior management levels.

Factors driving globalization

According to Kapoor B, (2011) there are three main factors to driving to globalization for Human Resource Management.

      Shortage of talent in developed counties

Most of developing countries with large population as Brazil, Russia, India and China may not be able to sustain the surplus of worker with the high skill & talents. Further, Most of developed countries are faced long-term talent shortages due to ageing and the retirement of baby boomers. (Eg: United State, Germany and Japan) The more employees are retiring than entering the new employees in these countries.

      Availability of low cost labor from developing counties

The global population growth is different between developed and developing countries. Hence, the labor cost of the developing countries cheaper than the developed countries such as Brazil, Russia, India and China.

      Technological progress

There is system called “Global human resource information system” that collects and stores large volumes of information from various sources, including external and remote sources. Hence, the system can be used by the human resource peoples to forecast future needs and develop the strategies by analyzing that information.